• 산업융합연구
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• 제21권4호
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• pp.13-22
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• 2023

COVID-19로 인해 기업은 재택근무와 유연근무를 확대하고, 스마트워크 공간을 확충하여 일하는 방식을 빠르게 변화시키고 있다. 스마트워크 상황에서 근로자는 자신이 수행하는 업무 방법, 업무 시간, 업무 장소 등을 선택하는 직무자율성이 향상되었다. 하지만 기존 연구는 스마트워크 상황을 반영하지 못하고 기존 직무자율성 개념과 측정도구를 여전히 사용하는 한계가 있다. 이러한 문제점을 극복하기 위해 본 연구는 스마트워크 환경에 적용가능한 직무자율성 유형(방법, 일정계획, 기준, 시간, 장소)을 도출하고, 5개 유형의 직무자율성이 창의적 행위에 통계적으로 유의한 정(+)의 영향을 준다는 점을 검증하였다. 본 연구는 전통적인 직무자율성 개념(방법, 일정계획, 기준)에 시간과 장소 유연성을 추가하여 스마트워크에서 적용 가능한 직무자율성을 유형화하고, 다차원의 직무자율성 검증을 통해 스마트워크의 운영 성과를 세분화하여 평가하는 근거를 제공하였다는데 시사점이 있다.

• Safety and Health at Work
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• 제9권1호
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• pp.109-114
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• 2018

Background: Although work absenteeism is in the focus of occupational health, longitudinal studies on organizational absenteeism records in hospital work are lacking. This longitudinal study tests time pressure and lack of time autonomy to be related to higher sickness absenteeism. Methods: Data was collected for 180 employees (45% nurses) of a Swiss hospital at baseline and at follow-up after 1 year. Absent times (hours per month) were received from the human resources department of the hospital. One-year follow-up of organizational absenteeism records were regressed on self-reported job satisfaction, time pressure, and time autonomy (i.e., control) at baseline. Results: A multivariate regression showed significant prediction of absenteeism by time pressure at baseline and time autonomy, indicating that a stress process is involved in some sickness absenteeism behavior. Job satisfaction and the interaction of time pressure and time autonomy did not predict sickness absenteeism. Conclusion: Results confirmed time pressure and time autonomy as limiting factors in healthcare and a key target in work redesign.

• 한국융합학회논문지
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• 제13권3호
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• pp.255-264
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• 2022

정보통신기술과 스마트기기의 발달, 그리고 COVID-19 팬데믹으로 인해 스마트워크를 활용하는 조직이나 개인이 늘어나고 있다. 최근 무선 정보통신기술의 발전에 기반을 둔 지속적 연결성으로 인해 스마트워크 방식으로 일하는 근로자들은 언제 어디서나 의사소통할 수 있고, 데이터와 정보를 주고받으며 업무를 수행할 수 있어 자신이 업무 방법, 시간, 장소 등을 결정할 수 있는 직무자율성이 증대된다. 하지만 기존 스마트워크 연구는 산업화시대에 개발된 직무자율성의 개념을 여전히 사용하고 있는 점, 다차원적으로 직무자율성을 실증하지 못하는 점, 스마트워크 도입으로 발생하는 역설적 '결속된 자율성'을 검증하지 못하는 점 등의 한계가 있다. 이러한 한계를 극복하기 위해 본 연구는 스마트워크 상황에서 직무자율성을 실증한 문헌을 고찰하였다. 이를 통해 본 연구는 기존 연구에서 스마트워크 상황에서 직무자율성을 어떻게 다뤄왔는지, 그리고 스마트워크 상황에 맞게 자율성의 유형을 어떻게 발전시켜야 하는지, 그리고 향후 실증연구를 위한 방안을 제시하였다.

• 문화경제연구
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• 제20권2호
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• pp.3-18
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• 2017

본 연구에서는 콘텐츠산업 인력의 업무 자율성 변화를 분석했다. 한국근로환경조사(2011, 2014) 자료에서 콘텐츠산업 인력과 업무 자율성 변수를 추출하고 이중차감추정법을 활용하여 분석한 결과 전체 표본에서는 콘텐츠산업 인력의 업무 자율성(업무 순서, 업무 방법, 업무속도)에 유의미한 변화가 나타나지 않았다. 반면 최근 콘텐츠업계의 자율성 감소는 논의는 대규모 인력과 자본이 투입되는 경우라는 것을 고려하여 30인 이상 사업체 표본을 대상으로 분석하면 콘텐츠산업 인력의 자율성이 유의미하게 감소한 것으로 나타난다. 업무의 자율성은 직위와 역량과는 정(+)의 관계가, 사업체 규모와는 부(-)의 관계가 나타난다. 본 연구는 그동안 사례 중심으로 논의되어 왔던 콘텐츠산업 인력의 업무 자율성 변화를 실증분석했다는 의의를 가진다. 또한, 인력들의 부여되는 자율성이 콘텐츠 제작 유통 과정에서 긍정적인 효과를 창출하기 위해서는 인력에 대한 보상 및 관리 체계 개선이 수반되어야 함을 제시하였다.

• 한국직업건강간호학회지
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• 제22권4호
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• pp.285-294
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• 2013

Purpose: This study aimed to explore professional autonomy, nursing work environment, and clinical decision making ability and to determine predictors of clinical decision making ability among clinical nurses. Methods: A cross-sectional design was used in this study and 263 clinical nurses were selected from advanced-level hospitals with over 500 beds located in D metropolitan city. Independent t-test, ANOVA, Pearson's correlation coefficients and hierarchical multiple regression analyses were done with the SPSS/WIN 20.0 program. Results: Clinical nurses reported moderate levels of professional autonomy, nursing work environment and clinical decision making ability. Marital status, professional autonomy and nursing work environment accounted for 25% of variance in clinical decision making ability required in various clinical settings. Importantly, being married, higher level of professional autonomy, and greater satisfaction with work environment were significantly associated with better decision making ability. Conclusion: Findings indicate that improving the quality of decision making in the healthcare settings requires awareness of the multiple effects of individual, occupational and environmental features. Nurses' ability to make effective clinical decisions may rely on personal characteristics, the degree of autonomy in their job, and nurses' satisfaction with their work environment.

• 동아시아경상학회지
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• 제9권3호
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• pp.71-82
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• 2021

Purpose - The purpose of this study is to examine the intermediary role of job satisfaction between job autonomy and job performance and whether the process was adjusted based on the work context. Research design, data, and methodology - This study was conducted by sample survey method on 334 supervising engineers. Data analysis methods were frequency analysis, confirmatory factor analysis, reliability analysis, correlation analysis, and structural equation model analysis. Result - The results of this study suggest that: (1) after controlling for age, position, and working years, job autonomy had a significant positive impact on job performance, (2) job autonomy can not only directly affect job performance but also indirectly affect performance through job satisfaction, (3) job satisfaction has an intermediary effect on job autonomy and job performance, and (4) the relationship between job autonomy and job satisfaction is moderated by the work context, and the result showed a negative moderating effect. Conclusion - This study suggests that job autonomy significantly improves job performance, and the higher job autonomy a supervising engineer has, the more satisfied they are with their work, thus enriching the precursor research on dynamic changes in job performance. When the working environment is poor, supervisors are more sensitive to the perception of job autonomy and have a stronger impact on job satisfaction and performance.

• 한국정보시스템학회지:정보시스템연구
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• 제31권2호
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• pp.111-136
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• 2022

Purpose The purpose of this study is to examine the effect that insecurity and autonomy of platform work have an influence on work-life balance and psychological well-being in an era of platform economy based on two characteristics of online platform work and self-determination theory. Design/methodology/approach This study suggested the structural equation model integrating two antecedents, insecurity and autonomy, work-life balance, and psychological well-being and proposed five hypotheses driven from the research model. A total of 334 valid samples were collected from platform workers by employing questionnaire including 24 question items of four constructs. Findings Three hypotheses were supported and one hypothesis was not supported at the significance level of 0.05. Insecurity of platform work has a negative influence on work-life balance at the significance level of 0.01, whereas insecurity of platform work has no a significant influence on psychological well-being. Autonomy of platform work has a positive influence on both work-life balance and psychological well-being at the significance level of 0.01. Work-life balance has a positive impact on psychological well-being at the significance level of 0.001. Insecurity have an influence on psychological well-being indirectly through mediation of work-life balance. Implications for academicians and practitioners were suggested.

• 한국직업건강간호학회지
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• 제9권2호
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• pp.155-165
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• 2000

This study is to grope for a plan to increase nurse's autonomy by grasping autonomy degree according to nursing delivery system. The subject of this study are 265 nurses who work for 4 general hospitals in Seoul, and 73 of them work in primary nursing delivery system, 99 of them in team nursing delivery system and 93 of them in functional nursing delivery system. Data collection was done through questionaires from Sep. 1, 1997 to Sep. 30, 1997, and autonomy was measured by Professional Nursing Autonomy Scale developed by Schutzonhofer. Data analysis as inspected with $X^2$ test, ANOVA, and t-test, using SPSS program. The results are as follows : 1. When it comes to the autonomy of all the nurses, mean score was 161.99. Which is medium level, and autonomy degree according to nursing delivery system had no significant differences. 2. There was a significant difference in autonomy degree according to inservice education among the subject's work-related characteristics, and there was no significant difference in autonomy distribution in each grade according to general characteristics although older group, married group, and junior college graduates group showed rather higher trends. 3. Considering each item, questions related to direct nursing such as "Vital sign monitoring", "Nursing rounding", "Withhold contraindicated drug", showed high score in autonomy scores, and long-term and indirect nursing behaviors such as "Nursing administration", "Nursing research", "Follow-up care" and "Educational planning".

• 지식경영연구
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• 제19권2호
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• pp.163-185
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• 2018

In order to solve problems in an uncertain and complicated management environment of the modern world, a creative solution that combines diverse perspectives, knowledge, and effort based on diversity within an organization is required. Smart work environment provides an opportunity to express the potential diversity of an individual, extending the source of ideas to the organization, enhancing communication, and linking and sharing information and knowledge. So, this results in increased creative behavior. The purpose of this study is to investigate the effect of the process of connecting and sharing information and knowledge of organizational members on creative behavior and the effect of smart work environment in the process. The purpose of this study is to identify roles of job autonomy, self-efficacy, knowledge sharing and smart work environment in creative process. For the study, 353 surveys with work use group(156 people) and unused group(197 people). Statistical analysis included validity and reliability analysis, structural model analysis. The results showed that self-efficacy and job autonomy had positive effects on creative behavior and knowledge sharing, and job autonomy had a positive effect on self-efficacy. Knowledge sharing has a positive effect on creative behavior, and mediates the relationship between self-efficacy, job autonomy and creative behavior. Particularly, knowledge sharing has a more positive effect on smart work use group. In case of smart work use group, self-efficacy and job autonomy have a relatively high influence on knowledge sharing rather than direct influence on creative behavior appear. This result implies that the achievements of smart work are revealed in terms of knowledge sharing and creative behavior.

• 한국안전학회지
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• 제29권5호
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• pp.146-153
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• 2014

This study looks at the impact of psychological and physical factors of the working conditions on the health of workers depending on whether technology is used by such workers. The data used for the study is the third work environment survey. Out of 50,032 respondents, a total of 29,711 paid workers were used as analysis subjects. Although it was anticipated that the use of technology was a factor that hindered job autonomy and teamwork autonomy. However, the analysis results showed low levels of job autonomy and teamwork autonomy in the group that did not use technology. The study assumes a regression analysis model about work environment and work organizational practices of workspaces that have an impact on musculoskeletal complaints, stress symptoms and level of work satisfaction by controlling the social demographic variable that represents the level of individual sensitivity. As a result of the study, ergonomic risk had a significant effect on both groups that did or did not use technology with respect to stress symptoms, musculoskeletal complaints and level of work satisfaction. In particular, as workspace practices and work environment had an effect on the development of musculoskeletal complaints in the group that used machines, there is a need to improve such situation. The autonomous team work or level of job autonomy within the group that used technology may act as a risk factor to the health and welfare of workers. However, because it may also act as a buffer factor, there is a need for a change to reduce stress symptoms and increase the level of work satisfaction by improving autonomous team work and the level of job autonomy.